Comprehensive and competitive benefits packages help you create a company that attracts and retains talented employees. When pay is similar between two jobs, employees often look at the benefits packages to see which one has the edge. Learn what a benefits package is, what they include, strategies for managing them and frequently asked questions regarding employee benefits.

HR administration ensures that the human resources department is inputting their data records and preparing vital HR documents correctly. This requires that systems and processes are being followed for all important human resource domains like record-keeping, internal and external communications, analyses and reporting, arranging logistics and most importantly, payroll.

HR risk management focuses on analyzing the risks that employees of an organization pose to the business. Areas associated with HR risk management include inadequate employee management, employees' behavior, or risks related to the certain ways that businesses onboard or offboard employees. Risk assessments are a way of systematically examining workplace processes.

HR compliance is a process of defining policies and procedures to ensure your employment and work practices demonstrate a thorough understanding of applicable laws and regulations, while also being aware of the company's larger human capital resources objectives. HR helps to understand and stay abreast of various federal and state laws, rules, and regulations. By navigating the complexities of the requirements, HR compliance helps mitigate an organization's risk and avoid penalties and fines.

Talent management is the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. It encompasses workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession and retention. Talent management is aimed at improving business performance through practices that make employees more productive.

A Human Resources consultant is a professional who can take of the day-to-day people responsibilities of an organization. From onboarding, to answering questions from employees to assisting with organizational structure and change management, an HR professional can provide support, guidance and advice every step of the way.

This one of the most powerful tools companies can use to achieve their objectives within an increasingly competitive market. Planning is the driving force and the primary connection point between workforce and talent management. A comprehensive workforce plan is at the heart of a strong human capital management team. It helps to promote organizational growth and structure. While many organizations realize the need for better planning, most still lack the tools and capabilities to effectively manage and execute the strategic steps necessary to drive significant business results.

Employee engagement measures how connected your employees are with each other and your business. The more their work matters to them, the more focused they will be on wanting to not just meet but exceed expectations. Employee retention refers to the ability of an organization to retain its employees. The more engaged they are, the higher the likelihood they will want to stay with the company.

Compensation and benefits refer to the overall compensation package a firm provides to its employees in exchange for their labor. Compensation and benefits are a key component of Human Resource Management. It includes salary as well as other monetary and non-monetary privileges that provide both intrinsic and extrinsic rewards to employees. It is the primary tool of organizations and HR managers to attract and retain top talent.